Job Description and Duties

**annie** · 11-25-2013, 10:58 AM

Job Description and Duties

Office Assistant

This office assistant sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.

Description: Office Assistant

Office Assistant Job Purpose: Maintains office operations by receiving and distributing communications; maintaining supplies and equipment; picking-up and delivering items; serving customers.
Office Assistant Job Duties:

Forwards information by receiving and distributing communications; collecting and mailing correspondence; copying information.
Maintains supplies by checking stock to determine inventory levels; anticipating requirements; placing and expediting orders; verifying receipt; stocking items; delivering supplies to work stations.
Maintains equipment by completing preventive maintenance; troubleshooting failures; calling for repairs; monitoring equipment operation; monitoring and purchasing meter fund
Maintains office schedule by picking-up and delivering items using automobile.
Serves customers by backing-up receptionist; answering questions; forwarding messages; confirming customer orders; keeping customers informed of order status.
Updates job knowledge by participating in educational opportunities.
Enhances organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

Skills/Qualifications: Office Experience - General, Scheduling, Telephone Skills, Typing, Documentation Skills, Meeting Planning, Verbal Communication, Written Communication, Dependability, Attention to Detail, Administrative Writing Skills

**annie** · 11-25-2013, 11:02 AM

Operating Officer Job Description

An operating officer manages all aspects of a company, from motivating employees to drawing public interest and generating income. While operating officers are in charge of those duties, rarely do they personally handle those tasks. Instead, they oversee and delegate to people who do.

Operating officers must be extremely confident and excellent communicators, making policies clear to employees. They must be motivated, resilient and accomplished problem-solvers.

Most operating officers need to possess a bachelor's degree; depending on their industry, may need a master's degree or higher. Areas of study usually include the candidate's field of choice as well as business, management and finance.

**annie** · 11-25-2013, 11:05 AM

What Is the Role of a Chief Operating Officer?

The role of a Chief Operating Officer is to manage a company's day to day operations and reporting the events to the chief executive officer. There is a strong relationship between high performances in a company with the presence of a Chief Operating Officer.

What Is the Role of the Programme Office?

A chief operations officer leads the operational and administrative areas of a company or corporation. They are generally responsible for managing finances and other operations, including quality control, personnel matters, and internal systems and business processes.

Office Administrator

The role of an office administrator is to organise and supervise all of the administrative responsibilities that facilitate the smooth running of an office. Depending on the employing organization, they are expected to carry out a range of administrative and IT-related tasks. An office administrator is also responsible for organising the office layout and equipment.

Office administration are the personnel who are in charge of the entire office. Usually it is either the Manager or Human Resource Manager, but can be a group of upper management. Their duties are most commonly to organize and maintain office personnel.

**annie** · 11-25-2013, 11:15 AM

Call Center Representative Job Description

This call center representative sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.

Description: Call Center Representative

Call Center Representative Job Purpose: Serves customers by determining requirements; answering inquiries; resolving problems; fulfilling requests; maintaining database.

Call Center Representative Job Duties:

Determines requirements by working with customers.
Answers inquiries by clarifying desired information; researching, locating, and providing information.
Resolves problems by clarifying issues; researching and exploring answers and alternative solutions; implementing solutions; escalating unresolved problems.
Fulfills requests by clarifying desired information; completing transactions; forwarding requests.
Sells additional services by recognizing opportunities to up-sell accounts; explaining new features.
Maintains call center database by entering information.
Keeps equipment operational by following established procedures; reporting malfunctions.
Updates job knowledge by participating in educational opportunities.
Enhances organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

Skills/Qualifications: Customer Focus, Customer Service, Data Entry Skills, Listening, Phone Skills, Verbal Communication, Building Relationships, People Skills, Interpersonal Savvy, Problem Solving, Multi-tasking

**annie** · 11-25-2013, 11:17 AM

This customer service representative sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.

Description: Customer Service Representative

Customer Service Representative Job Purpose: Serves customers by providing product and service information; resolving product and service problems.

Customer Service Representative Job Duties:

Attracts potential customers by answering product and service questions; suggesting information about other products and services.
Opens customer accounts by recording account information.
Maintains customer records by updating account information.
Resolves product or service problems by clarifying the customer's complaint; determining the cause of the problem; selecting and explaining the best solution to solve the problem; expediting correction or adjustment; following up to ensure resolution.
Maintains financial accounts by processing customer adjustments.
Recommends potential products or services to management by collecting customer information and analyzing customer needs.
Prepares product or service reports by collecting and analyzing customer information.
Contributes to team effort by accomplishing related results as needed.

Skills/Qualifications: Customer Service, Product Knowledge, Quality Focus, Problem Solving, Market Knowledge, Documentation Skills, Listening, Phone Skills, Resolving Conflict, Analyzing Information , Multi-tasking

**annie** · 11-25-2013, 11:20 AM

Management Skills

The difference between a highly profitable business and one that is barely getting by is often the managerial skills of the company’s leaders.
Great managers are able to dramatically boost the performance of their team members, which in turn adds considerable dollars to the bottom line -- while those who are lacking the necessary people management skills can be personally responsible for high levels of costly employee turnover.
Here are some key managerial skills to look for when posting your next manager job description that will help maximize productivity.
Employee selection and retention -- The ability to select top talent that will stick around is a skill that is vital to the success of any manager. After all, your company is only as good as the talent you keep.
Look at a candidate’s history for hiring people who have remained with him or her for a long period of time. In the interview process, ask them to describe specifically what they’ve done to attract and keep the best.
Communication skills -- By definition, a manager’s job is to oversee the work of others. In order to do so successfully, leaders must possess strong communication skills.
This includes:

The ability to verbalize what is expected
Provide feedback on issues related to performance
Keep their own manager informed of their team’s progress.

The ability to effectively communicate as a manager in writing is also necessary, as managers are often required to correspond with customers, employees and company executives.

Multi-tasking -- The days of being responsible for only one task or function ended the moment that the recession arrived.
Managers today are overseeing multiple company functions and in many cases, employees who reside in more than one location.
The most successful managers are those who can handle multiple priorities and can shift from one project to another seamlessly. Before you place someone into a management role, be sure they are up to the task of prioritizing whatever comes their way.

Problem solving -- The ability to problem solve is a critical managerial skill for those in management. Companies count on their front-line managers to figure out how to correct situations that fall under the manager’s lines of responsibility. The ability to quickly assess and rectify situations and to involve one’s employees in the process is vital.
When interviewing, ask applicants to describe a time when they had a tough problem that needed immediate resolution. Follow up by asking the candidate to walk you through the process they used to resolve the issue.

Competencies that you don’t have in-house -- Patricia Hunt Sinacole, president of Hopkinton, Mass-based First Beacon Group LLC cautions business owners against hiring a mirror image of themselves.
“I’ve seen business owners who are fascinated when a candidate answers a question the same way that they would or perhaps attended the same college as they did,” notes Sinacole. “In fact, sometimes this is a detriment because the business owner is hiring overlapping competencies.” When hiring managers, look for those who can fill the gaps that exist in your organization.
Mentoring -- Small business owners usually don’t have the same budgets for salaries as larger organizations. As a result of this, they often hire less- experienced personnel. This hiring strategy can work if you hire managers who are experienced at mentoring those with potential.

Planning and organization -- One of the top manager skills that small business owners seek when hiring managers is the ability to plan and organize the daily workload. Having someone in place that can oversee the implementation of daily tasks is critical for business success.
Managers who are effective at planning and organizing provide business owners the time necessary to work on their business, rather than in their business.

Delegation -- Nothing is more frustrating to an employee than working for a boss who is unable to delegate. We often call these types of managers “micro managers.” Micromanagement is about mistrust. In other words, the person who refuses to let go of the task does so because he or she does not believe that anyone else can do the work as well as they can.

When looking at people management skills of candidates, be sure they are comfortable assigning tasks to others and then getting out of the way.

When reference checking, make it a point to speak with former employees and ask them to describe their take on this person’s managerial skills. If you need to be more direct, then do so. Ask them to rate on a scale of 1-10, with 10 being high, the candidate’s ability to delegate. Anything less than a 10 should be discussed further.

Pull this list out and review the next time you are seeking to hire a manager who can help drive profitability.